Solution CIPD Profession Map and HR Services Professionals are expected to demonstrate competence, which fosters a better working life. This paper entails two activities. The first activity examines the CIPD Profession map, and the second activity involves the customer needs, conflicting needs, communication methods, and how HR/LD practitioner should promote effective service delivery. Activity 1 The first CIPD Profession Map was introduced in 2013 and was updated in 2018. It was dev...

Solution Introduction Organisational change is imperative in promoting customer satisfaction and the competitive advantage of the firm. The drivers of change include customer behaviour, technology, and market trends. According to CIPD (2019), the impacts of not managing change are devastating to the company and may result in loss of market share. It is, therefore, vital for managers to demonstrate competence in supporting change initiatives and collaborating with employees. This paper exam...

Solution Consideration Factors for Conducting a Survey The competitiveness of an organisation is centred on sufficient information regarding employee satisfaction and the working environment. Organisational managers are tasked with obtaining insights from employees about the working environment to establish the areas of improvement. This paper entails some of the consideration factors in conducting a survey to determine workplace issues, including the preferences for rewards. The analysis ...

Question Draft a SWOT (strengths, weaknesses, opportunities, threats) model based on ITUSA’s decision to enter the specialist software market previously occupied by Tecall. You may use this analysis to help you develop an Organisation Impact Report as outlined below. Produce an Organisation Impact Report in which you critically analyse the effect on ITUSA of bringing twenty-five specialist software IT ex-employees of Tecall into the ITSUA global working environment. In this global e...

Question Simms (2019) notes the need for a more multi-disciplinary approach to HR in the future. ‘Most of the problems organisations face are big, hairy, complex and multidimensional, and HR people will have to collaborate with other disciplines, from artificial intelligence and data sciences to marketing and finance’. Identify ways in which the work of up to two of the disciplines can add value to the HR function. AND Discuss how the discipline(s) impact upon the HR function in your or...

Question Assume the role of the HR consultant who is also a co-opted member of the Board of Trustees. The Board has asked you to look at two very specific aspects of the Hospice: The future of workforce planning and resourcing (reporting on both employees and volunteers) and the fitness for purpose of the Hospice governance. Critically review the case study organisation through a SWOT analysis of its administrative employees. Make recommendations based upon the strengths and opportunitie...

Question Answer the FIVE questions in this section. You may include diagrams, flowcharts or bullet points to clarify and support your answers, so long as you provide an explanation of each. The external contexts of organisations are often identified as: Socio-cultural; technological; economic; environmental; political; legal; and ethical (STEEPLE). Identify and explain the THREE external contexts that particularly influence your organisation. Justify your answer. Risk analysis is now ...

Solution Abstract This report has focused on employee retention. Employee retention is a practice of organisations ensuring that their employees are satisfied in their organisations. The strategies influence the decisions of employees remaining or leaving an organisation. To ensure that organisations are successful in their roles, retaining the most qualified and productive employees is essential. In order to achieve this report aims, different secondary sources have been evaluated with th...

Solution Qualitative Research According to Saunders (2011), qualitative research involves the use of non-numeric data or data that have not been quantified and can be a product of all research strategies. This is best explained by Tufford and Newman (2012) study that noted that the effectiveness of the qualitative research is hedged on its efficacy in sourcing culturally specific information regarding values, opinions, behaviours, and social contexts of particular populations. In this case...

Solution Introduction Induction is defined as a process of combining people, processes and technology essential for optimizing the effect that a new hire elicits on business outcomes. In other words, Hendric and Louw-Potgieter (2012) study have identified induction as a process of assisting newly recruited employees to familiarise themselves with their job roles. According to Zembytska (2016), the induction programs could be implemented through formal training programs, informal induction ...